Staff Handbook - Policies and Procedures

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3.3.1 Applicants will be required to furnish the company with a negative drug test prior to the commencement of any contract. 3.3.2 A failure to provide a negative test in accordance with 3.3.1 above will be a bar to employment by the company. 3.4 Pre-Employment and Random testing: 3.4.1 In the interests of health and safety, the Company has decided to introduce a policy of random testing for drugs and alcohol. These tests will only be carried out with employees' consent, and conducted by medically qualified persons and/or other personnel who have been trained accordingly. 3.4.2 The type of testing equipment used will be such as is appropriate in the circumstances, and the results will be assessed by laboratories that the United Kingdom Accreditation Service has authorised. 3.4.3 The results of any such test will be treated as confidential by the Company, and will not be disclosed to any person or organisation other than as required by law or for the purpose of legal proceedings. 3.4.4 The company has introduced pre-employment testing which may be completed either in-house via a trained member of staff or by an external organisation. Following the result of this test the company withholds its rights not to employ you if you fail this test. 3.5 Results 3.5.1 Donors can return to work following a negative alcohol test. A positive result for drugs or alcohol will result in the donor not to be able to return to out works and the above procedures will then be enforced. 3.5.2 Records of alcohol and drug test will be retained in the company office for a period of 10 years following the test. Records of positive will be retained indefinitely. 3.5.3 A representative will visit site / office as soon as possible of notification to carry out a test following an accident, serious incidents or suspected of being unfit through drugs or alcohol. 3.5.4 An employee whose drugs test returns as positive shall be informed that: • they have tested positive for drugs; and • they shall not undertake any work for Chris Sedgeman Scaffolding which is designated as Safety Critical Work post; and • their result shall be notified to the management. 3.6 Use of Plant/Vehicles on Site. Including working on site. 7.5.1 All work on operational sites (including the plant yard and depots), the operation of plant, commercial vehicles or crew buses and all works undertaken as Safety Critical and as such an alcohol limit of a maximum of 29 milligrams of alcohol per 100 millilitres of blood or the equivalent in urine or breath has been applied. PLEASE NOTE THIS IS BELOW HALF OF THE LIMITED ALLOWED FOR NORMAL DRIVING PURPOSES. 7.5.2 Alcohol Consumption Guidelines: To commence work with a zero or near alcohol level, employees should not consume any alcohol at all in the 12 hours before starting work, and in the 12 hours prior to that should not consume more than 5 units of alcohol. (1 unit is = to ½ pint of standard strength bear). 7.5.3 The drugs prohibited include as a minimum are listed in the appendix below. This list is not restricted to the drugs or drugs groups listed. In addition, many medicines obtained, with or without prescription, can effect performance at work and employees MUST contact Chris Sedgeman or Lynn Way to determine whether or not they should report for duty if they believe they are being adversely affected by such medications. Examples include tranquillisers, antidepressants, sleeping pills, some antihistamines for hay fever and some cough, cold or indigestion remedies. 7.5.3 Where an employee is employed on non-safety critical work (i.e., in the office), or is driving a company car, or private car on company premises in the normal course of their duties, the alcohol limit will be as laid down in the Road Traffic Act. However, the rules in relation to drugs and substance abuse remain as laid down above.

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Disciplinary rules

4.1 It is a condition of employment that all employees accept and abide by the anti-drug and alcohol policy, and agree to the testing procedures that have been instituted. 4.2 If as a result of such testing an employee is found to have taken unlawful drugs or consumed alcohol while at work, disciplinary action will be taken that may result in the employee's dismissal. 4.3 It is a serious disciplinary offence for any employee to sell, supply, possess, distribute or take unlawful drugs. A serious disciplinary offence is also committed if an employee refuses to take a drug test when so required, without lawful excuse.

Registered Office: Unit 2A Longrock Industrial Estate, Penzance, Cornwall. TR20 8HX Company Reg. No. 04124350 VAT Reg. No. 684598666 UTR No. 24386 09541

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Alcohol and Drug Misuse Policy 24/06/24